The Aspire Educational Trust is committed to safeguarding and promoting the welfare and safety of children and expects all staff to share this commitment.  Any candidate applying for employment at our Trust or schools will undergo rigorous checks to ensure our children are safe at all times.  Checks continue to be carried out on staff and volunteers throughout their employment.

Key members of our staffing team are trained in safer recruitment.  There is always at least one trained member of staff involved in the shortlisting, selection process and interview stage.

Our recruitment procedures are very robust and essential checks are made throughout the selection process.  As part of our recruitment and selection procedures we:

• take up references from the applicant’s current or former employer, following up with the author of the references if there is anything that appears to be contradictory or incomplete.  The school reserves the right to contact present employers and any previous employer. Employers will be asked about disciplinary offences, including those which have expired.

• Carry out online searches to ensure the candidate is fit to work with children.

• Request that a Self-Declaration of Criminal Record form is completed for all shortlisted candidates

• ensure enhanced Disclosure and Barring Service Forms are completed and verified before employment commences (in line with Section 115 of the Police Act 1997) and depending on the role, that the Children's Barring List has been checked.

• where relevant to their job role, ensure the member of staff receives information relating to Disqualification under Childcare Act 2006 (2018 Regulations).

• check eligibility to work in the UK.

All school posts are exempt under the Rehabilitation of Offenders Act, and so all criminal convictions must be stated, with dates.